臺灣博碩士論文加值系統

本研究旨在探討臺灣已婚職業婦女其知覺到工作-家庭衝突及互利感受的情況，以及臺灣已婚職業婦女的工作資源、家庭資源，對於工作-家庭衝突感受以及工作-家庭互利感受的影響。本研究採問卷調查法，研究工具包括「基本資料」、「工作資源量表」、「家庭資源量表」、「工作-家庭衝突感受量表」，以及「工作-家庭互利感受量表」。以便利取樣與滾雪球的方式，回收有效樣本共648份。研究發現如下：
一、已婚職業婦女的工作-家庭衝突及互利感受
已婚職業婦女同時存有工作-家庭衝突感受及工作-家庭互利感受。其中，工作-家庭互利感受顯著高於工作-家庭衝突感受。此外，已婚職業婦女的年齡越大，其家庭對工作衝突感受程度越低；投入於工作的時間越長，產生的工作對家庭衝突感受則越大；而輪班與否與工作對家庭衝突感受、家庭對工作衝突感受均有顯著差異。
二、已婚職業婦女的工作資源與家庭資源
已婚職業婦女獲得低頻率的工作資源以及高頻率的家庭資源，其中，主管支持的頻率比家庭友善政策多；而家人提供的工具性支持則比情感性支持多。
三、主管支持及家人情感性支持對工作-家庭衝突及互利感受較具影響力。
對於已婚職業婦女而言，實質層面的友善家庭政策及家人工具性支持，對工作-家庭衝突及互利感受的影響程度不如情感層面的資源。相較之下，當已婚職業婦女得到主管及家人在情感層面上的關懷、肯定與支持，較能有效的減緩工作-家庭衝突感受，並增進工作-家庭互利感受。
最後，依據本研究結論，建議已婚職業婦女應學習自我調適及掌握減緩工作-家庭衝突感受的策略，並建立對工作與家庭正向的態度及想法。此外，家人也可主動關心、肯定家中的已婚職業婦女，持續給予支持與協助。企業組織可積極營造友善家庭的工作氛圍及政策。而家庭教育相關機構則可提供情感教育等相關教育方案，教導民眾對家人表達愛與關懷，並促進家人間的正向互動。

The purposes of these works were primary to investigate the extent of work-family conflict and facilitation of married female worker in Taiwan dual-income family, and secondary to investigate whether these work-family conflict and facilitation were explained by work resources and family resources.A questionnaire, convenience sampling, and snowball sampling were employed to obtain responses from 648 married female worker of Taiwan dual-income families.The results indicated that:
1.The work-family conflict and facilitation of married female worker
Participants experienced significantly in lower level of work-family conflict and higher level of work-family facilitation. In the Demographics variables, the elder married female workers were much likely to perceive lower level of work-family conflict and higher level of work-family facilitation. Working time was positively related to work to family conflict. Irregular shift were positively related to both work to family conflict and family to work conflict.
2.Married female worker ‘s work resources and family resources
Participants experienced significantly in lower level of work resources and higher level of family resources. Among work resources, participants were experienced significantly in higher level of supervisor support than family supportive policies. Among family resources, participants also were experienced significantly in higher level of family members’ instrumental support than emotional support.
3.Supervisor and family members’ emotional support
The results indicated that work-family conflict and facilitation of married female worker could be explained by work resources and family resources. In addition, under the circumstances of the strength of supervisor and family members’ emotional support, rather than family supportive policies or family members’ instrumental support, were associated with lower work-family conflict and greater work-family facilitation.
Supervisor and family members’ emotional support led married female worker to feel loved, cared, and valued, so they were able to experience lower level of work-family conflict and higher level of work-family facilitation.

目錄 i
圖目錄 iii
表目錄 iii
第一章 緒論 1
第一節 研究動機 2
第二節 研究目的與問題 7
第三節 名詞釋義 8
第二章 文獻探討 11
第一節 工作-家庭衝突感受的定義及內涵 11
第二節 工作-家庭互利感受的定義及內涵 18
第三節 工作與家庭的資源 26
第四節 影響工作-家庭衝突及互利感受之因素 34
第三章 研究方法 47
第一節 研究架構 47
第二節 研究假設 48
第三節 研究對象 50
第四節 研究工具 53
第五節 研究流程 64
第六節 資料處理與分析 66
第四章 研究結果與討論 69
第一節 樣本背景資料描述 69
第二節 已婚職業婦女工作與家庭衝突及互利感受分析 72
第三節 已婚職業婦女工作與家庭的資源分析 90
第四節工作-家庭衝突及互利感受影響因素之迴歸分析 94
第五章 研究結論與建議 117
第一節 研究結論 117
第二節 研究建議與限制 125
參考文獻 131
附錄 143
附錄一：專家委員名單 143
附錄二：專家效度審查問卷 144
附錄三：預試問卷 154
附錄四：預試項目分析、因素分析 158
附錄五：正式問卷 163
附錄六：正式施測因素分析摘要表 167
附錄七：工作－家庭衝突感受量表每題次數分配表 169
附錄八：工作－家庭互利感受量表每題次數分配表 171
附錄九：工作資源量表每題次數分配表 173
附錄十：家庭資源量表每題次數分配表 174

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